I nternational Journal of Application or I nnovation in E ngineering & M anagement (I JAI E M ) Web Site: www.ijaiem.org Email: editor@ijaiem.org Volume 8, Issue 3, March 2019 ISSN 2319 - 4847 Volume 8, Issue 3, March 2019 Page 23 Abstract The turnover rate of teaching staff in higher educational institutes is increasing due to several reasons like unhealthy working condition, policies and practices which are essential for smooth running of institutions. The role of teacher in society is more important for developing future citizens of country. The job satisfaction of such stakeholder is also key area for improvement. The study reveals the factors affecting employee’s job satisfaction in education sector. This study focused on analyzing faculty job satisfaction across genders and disciplines within Higher Education. This study aims to recommend the management of higher education institute to design proper implementation of policies and practices so as to retain the intellectual manpower of organization. Keywords: teacher, job satisfaction, educational institutes. 1. INTRODUCTION The three pillars of every society comprises of Teachers, Army and Doctor who are core responsible for developing the future of nation. Teacher is one of the major pillar who creates other two pillars of society namely: Doctor and Army. In Indian context, “Guru – Shishya” are the great ideal significant symbol for creating the society. The responsibility of developing students relies on the shoulder of teacher. Hence, the job satisfaction of teachers at work place is more important. The level of satisfaction differs from person to person considering the desire and need of individual. When these needs are not fulfilled this results to dissatisfaction among the teaching fraternity. Dissatisfaction among workers is undesirable and dangerous in any profession; it is suicidal if it occurs in teaching profession (The Education Commission, 1966). The present study aims to identify all those crucial factor that determines the level of job satisfaction in context to age, gender, marital status, education, occupation level and other factors. The term employee job satisfaction related to fulfillment of a need or desire, pleasure in the work place. Job satisfaction is the state of favorable and unfavorable emotional state where employee evaluates about his job, work culture and work environment. The determinant that influence employee job satisfaction include policies and practices, culture, employee involvement, empowerment compensation, work distribution, career opportunities, the work itself and relationship with co-workers and superiors. In other words, employee job satisfaction is how people perceive, think, and feel their jobs. Job satisfaction is sign of employees willing to stay back or leave the organization. It serves as a feedback tool for HR professionals to define strategies and policies for smooth execution of organizational goals. The terms job satisfaction and job attitudes are interchangeable. A positive attitude towards the job ensures high job satisfaction and negative attitudes indicate job dissatisfaction. Job attitude always helps to build employee morale which boosts their motivational level. The paradox of employee satisfaction states that ‘highly satisfied employees are not highly motivated and highly dissatisfied employees are not highly de-motivated’ 2. Definition: 1) Smith: ‘Job satisfaction is defined as employee’s judgment of how well his job on a whole is satisfying his various needs.’ 2) Stephen P. Robbins: ‘Job satisfaction is general attitude towards one’s job the difference between the amount of reward workers receive and the amount they believe they should receive.’ 3) Armstrong: ‘Job satisfaction refers to the attitude and feelings people have about their work. Positive and favorable attitudes towards the job indicate job satisfaction. Negative and unfavorable attitudes towards the job indicate job dissatisfaction’. An Analytical Study of Employee Job Satisfaction of selected Professional Educational Institutes in Nashik City Harish K.Padmanabhan 1 , Dr. Prasad Joshi 2 1 Assistant Professor, School of Commerce & Management, Sandip University Nashik 2 Associate Professor, School of Commerce & Management, Sandip University, Nashik